Organizational Change Models

Conclusion

Never stop evolving as technology never will. Thus change will always be needed in any organization. So, these 3 models can increase the likelihood of a smooth transition.

Thank You!

Activity Video

Group Discussion Questions

1. How could Helen Hunt's character have handled the company update differently using the change models provided.

2. How could Woody Allen’s character have handled the company update differently based on the change models provided.

1999

ADKAR Change Model

1995

John Kotter

8 Steps Change Model

Lastly, we have ADKAR a model that directly relates to both Kotter and Lewin.

Refreeze

Kotter introduced an 8 Stage Change Model that directly relates to Lewin's 3 Stage Change Model.

• Reinforcement to Sustain the Change

Unfreeze

Transition

1. Establish a Sense of Urgency

-A true sense of urgency will convince the organization to act quickly to reach their goal

2. Create a Guiding Coalition

-An effective group with position, expertise, credibility, and leadership is necessary to lead the change

• Knowledge of How to Change

• Ability to Implement Required Skills and Behavior

Transition

Unfreeze

Transition Cont.

3. Develop a Vision and Strategy

- A clear vision simplifies all minor details; motivates people to take action; coordinates the organization efficiently

4. Communicate Change Vision

-Ensures that the majority of the organization understands and accepts the vision

• Awareness of the Need for Change

• Desire to Support and Participate in Change

5. Empowering Broad-Based Action

~ Some individuals or systems are not ready for change. So, communication and incentives are key for success.

6. Generate Short-Term Wins

~Research states companies that experience short term wins are more likely to complete the change process.

7. Don't Let Up!!

~ Letting up now can allow for resistance ;so strong leadership is crucial.

Refreeze

8. Anchor New Approach in the Organization Culture

~ Culture is made up of shared values and expected behaviors and so cultural change should come last to solidify all the changes.

1947

Kurt Lewin

3 Phases Change Model

A simple 3 Step Model that is easy to follow and easy to expand upon to fit any organizations needs.

Unfreeze

(Re)Freeze

+ Use performance and reward systems to reinforce the changes.

+ Once stable refreeze the system. . . though really nothing ever stays certain in a world of technology, so a slushie is more like it.

• Use a force field analysis to introduce reasons why change is good.
• Keep communication lines open.
• Build support systems for the following transition.

Transition

Image from: http://transitionculture.org/2010/07/30/first-results-from-transition-together-evaluation/

So Why Change?

What is an Organization Change Model?

A model for change in business, government or other types of organization.

A coaching tool to help stakeholders through a major change process.

Objectives

ADKAR

Lewin

Kotter

To be able to adapt to outside changes and react to opportunities for growth

An outcome-oriented approach to promote individual change and lessen the possibility for future resistance

Sometimes mocked for its simplicity but is like The Godfather of other Organizational Change Models.

Organizational Change Models

By: Stephanie Gamache & Joey Walker